SUMMARY

Being an HR assistant at ADIB provided me an opportunity to monitor new

recruitment and job placement process there. It is done through a systematic process in
which if a vacancy created, work to fill that vacancy started immediately. First ADIB
look through their existing employees if any suitable person present for the vacancy and
ask them to appear in test and interviews. Otherwise new recruit is selected by proper
selection process. Although ADIB has a systemic process, it has room of improvement.
By filling vacancies quickly through contractors and by considering existing employees
for the higher posts could benefit the ADIB to increase their efficiency.
3. Create an EPC chart for a business process in the organization where you/ any
of your teammates work/ have worked earlier and suggest ways in which the process
may be improvised. (500 to 600 words)
I worked in Abu Dhabi Islamic Bank Abu Dhabi as an HR Assistant. My
responsibility was to process recruitment applications from different sources and helping
HR for job placements and recruitment in Abu Dhabi Islamic Bank (ADIB). Inaugurated
by inaugurated by UAEs Minister of Information and Culture inaugurated by Abdullah
Bin Zayed Al Nahyan in 1999 ADIB is carrying out all its contracts, operations and
transactions in accordance with Islamic Sharia principles.
Being an assistant at ADIB I closely followed all the recruitment procedure and found it
very useful and comprehensive to address the organizational needs to induct best
available human capital in ADIB. First I will show the EPC Chart for the filling of new
position in ADIB then I will explain it later that how every step contributes to make a
complete business process. Finally I will suggest new ways to improve the existing
business process.
Following is the existing ECP Chart for Job Placement and recruitment in ADIB:

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In this chart it is identified that when an organization expands its functions, it required
new employees or if existing employee left the job than vacancy is generated. This
vacancy can be filled by two ways, firstly by hiring the new recruit from outside the
organization and secondly by moving any existing employee to the said position from
within the organization. If the suitable or adequate employees are not available in
organization for the required position, new recruitment process begins. It started with
developing a job description and setting minimum qualification criteria according to the
nature of job. Afterwards job publicity begins in different newspapers, press releases,
company website, and job hunting sites through emails and with use of media tools.
After the advertisement, CVs are collected and shortlisted according to minimum criteria
pre-defined in Job Description.
Shortlisted candidates are required to appear in a written test which is also attended by
the existing employees which are required to be moved on similar post. Now successful
candidates among the test are then interviewed for the job to find out most suitable ones.
Finally after complete evaluation of the candidates, the most suitable one is contacted to
ask his/her consent to join the job and upon his/her positive consent he/she is properly
hired for the vacant post.
This above process can be improvised on different steps to increase efficiency
and quality of the process. First of all it was a common problem faced by the AIDB that
sometimes they need to quickly fill a post and there is very less time for initiating proper
recruitment process. In this scenario a contract employee or employee from a third party
can be hired as a quick fix. She/he can be inducted according to the Job Description.
Moreover ADIB do not publicize job vacancies internally very often. This practice
sometimes brings moral of existing employees down who want to come and compete for
the higher positions. ADIB should send email about every suitable vacancy to its

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employees, especially good positions so that they can compete to grab the opportunity.
This will increase the moral of other employees.

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